What are an employee's rights in Israel when the employer relocates the workplace to another city?

Israeli employment law has no statute that names workplace relocation, so the analysis runs through general contract principles and Section 11(a). The place of work is usually a core term of the contract, and the Notice to Employee and Candidate Law 5762-2002 requires it to be stated in writing at hiring. Moving the job somewhere materially less convenient without agreement is a breach the employee may accept as a repudiation. A mobility clause in the contract weakens the claim but does not defeat it, because the Labor Courts require any such clause to be exercised reasonably and in good faith. A move of a few streets rarely qualifies; one that turns a twenty-minute commute into a two-hour one usually does.

Employees regularly forfeit strong claims by resigning immediately and quietly. The Labor Courts expect the employee to object in writing, explain concretely why the new site is unworkable, and give the employer a genuine chance to offer a solution such as transport, a hybrid arrangement or a transfer. Only then does the resignation read as constructive dismissal rather than a voluntary quit. Foreign employees should also check their visa, because a B/1 permit is tied to a specific employer, and a relocation that changes the employing entity rather than just the address can require a fresh permit.

From the full guide: Constructive Dismissal in Israel: When You Can Claim Severance After Resigning

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